Our coaching model focuses on:

• strength-based coaching versus “fixing” weaknesses 
• empowerment coaching that equips leaders to reach their full potential 
• transformational coaching by illuminating blind spots, and
• the transfer of coaching skills and tools that will benefit leaders in their current role and throughout their career.

Many leaders play “small” for a multitude of reasons but the end result is the same – they are shortchanging both the company and themselves.  Through the coaching relationship, leaders often:

• experience monumental breakthroughs
• are able to create outcomes they never before thought possible - both personally and professionally,  and
• become fully engaged in the workplace - which contributes immediately to the overall effectiveness of the organization.

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By the year 2015, the gap is expected to be at it’s widest and the management and leadership talent available to employers is expected to be at an all time low.

In The World is Flat, Thomas Friedman identifies the reality of the global marketplace and its affect on our country.  His work further exposes some of the socio, economic, generational and technological challenges that are created as a result of globalization and what some companies are doing to meet the challenges.  While some of their efforts are working, others have problems yet to be resolved. 

In the meantime, employers are left to sort through the details in their own day-to-day world.  It is true that businesses and business leaders are facing some of the most unique and complex challenges in history.  However, there are fundamental yet powerful talent management strategies and solutions that, when implemented, will position employers – not only to meet the challenges – but to create long term success.

Executive Impact works with its clients to assess, evaluate, and identify opportunities to improve, redefine, or recreate solutions in the following areas: 

•       Overall talent management strategies
•       Recruitment processes and practices (talent identification, acquisition, and selection)
•       Onboarding, retention and succession planning strategies
•       Performance management & development
•       Employee engagement surveys
•       Employee turnover assessments
•       Employee relations / conflict resolutions practices
•       Customized supervisory and leadership development programs
•       Outplacement and career coaching

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In spite of the economic downturn and the moderate influx in the candidate pool across several industries, employers continue to be challenged internally by:   

• Ineffective and inefficient hiring processes
• Poor quality of hires by internal hiring managers (hiring based on “gut” feeling)
• Poor quality of candidates submitted by external recruiters
• Inability to locate and attract the best fit
• Lack of consistency in hiring practices
• High employee turnover
• Undefined employee value proposition
• High recruitment cost, low return on investment
• No long term recruitment strategy
• Lack of a talent mindset

At Executive Impact, we believe that employee retention begins with selection.  For this reason, we offer our clients a comprehensive talent selection process designed to drastically reduce hiring mistakes, increase the employee retention rate and increase the ROI on our clients’ talent investment.

Executive Impact works with our clients to: 

• Understand the company culture and chemistry, organizational structure, operational strengths and weaknesses, industry standing and competitive advantages, and long term strategic goals
• Solidify position requirements and develop KPIs for open positions
• Benchmark the role and/or team
• Screen and interview candidates based on the Top Grading and behavioral interviewing methodologies
• Formally assess candidates for character and behavioral competency
• Create, enhance the clients’ onboarding process for selected candidates 

As our clients’ strategic talent partner, Executive Impact works with our clients to attract, assess and select the best and brightest.

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As an employer, are you concerned about the financial exposure to employment related litigation?

Employers may now select HR CONNECT or upgrade to HR ON DEMAND. 

HR CONNECT includes: 

• A comprehensive database of state and federal laws and regulations relating to each aspect of human resources and employment law
• Legal alerts to keep you abreast of changes in existing employment law and potential, upcoming legislation
• Current HR related news and employer related headlines
• Downloadable and customizable HR forms, policies, job descriptions, checklists, quick guides, and form letters
• HR Cast – an audio feature which includes tips, information, and best practices on various HR related topics
• Informative Q & A database 
• Extensive glossary of HR and business related terms
• Access to additional small business products and resources including a source for obtaining required postings

HR ON DEMAND  

Equipping your business with HR ON DEMAND provides you with all of the features of HR CONNECT and adds a network of virtual HR Professionals to your team.  

ASK THE PRO

With “Ask The Pro,” our clients have unlimited Q&A opportunities with experienced HR Professionals. This ON DEMAND feature allows you the opportunity to submit questions related to recruitment, interviewing, compensation, benefits, performance management, employee relations issues, termination, unemployment, and more.  Submit your HR or pay related questions, anytime, to the virtual network of HR Pros.  The HR Pros will research your question, as necessary, and will reply by phone or email with a personal and confidential response within a single business day.

DOCUMENT CUSTOMIZATION

The HR Pros are available to assist you with original HR related document development or with a revision of your existing forms and documents (such as specific policies, letters, job descriptions, or related forms).  The Pros are available to help you customize your documentation to meet your specific business needs.

Contact Executive Impact for HR Connect & HR On Demand Pricing

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Executive Impact partners with these innovators to reconstruct the view of talent management, to proactively respond to the need for change as the shift in demographics occur, and to revolutionize their effectiveness as leaders of this “new generation” workforce.  To establish a strong HR foundation, we work with our clients to:

• Align the corporate mission, vision, values and business objectives with the talent strategy
• Assess the overall HR infrastructure, strategies, policies and practices
• Articulate and promote the “employer brand”
• Define and communicate the “employee value proposition”
• Develop practices that reflect and reinforce the corporate culture

To insure value creation and the long term success of a merger or acquisition, a disciplined, strategic approach to the transaction is critical. Only when executed properly will that strategy increase the odds that the expected benefits will be fully realized. 

Losing top talent and key leadership during such critical transitional periods can create significant, if not irrepairable, damage to the operating environment.  Incompatible cultural differences and differences in decision making and leadership styles can create further conflict within the organization.  All of these conflicts lead to internal instability and a decline in productivity and can result in the ultimate failure of the merger or acquisition, both strategically and economically.

In this time of economic turbulence, the role of HR & Talent Management advisors to a merger or acquisition is more important than ever; companies cannot afford to ignore the “people” part of the transaction.

Taking into account the initial strategy that prompted the merger or acquisition, Executive Impact assists in creating alignment and capturing synergy in merging or acquiring entities.  In order to do so, we:

• Assess the “talent resources” of the organizations
• Identify and compare the company culture and corporate business objectives
• Assess and audit the Human Resources infrastructure, benefit programs, policies, processes and procedures; performing related gap analysis and recommendations for integration
• Develop overall strategies for talent integration and retention
• Collaborate with leadership to insure proactive communication
• Provide guidance throughout the integration process  

Our goal is to streamline the time, resources, and expenses associated with the merger or acquisition.  By assisting our clients in proactively assessing and effectively integrating the talent resources, we help them to create a high performance leadership team.  By partnering with them to thoroughly assess each aspect of the human resources function, we help them to protect themselves from potential liability and to build a proper foundation upon which to operate the new organizational structure. 

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In a press release issued by the US Equal Employment Opportunity Commission, the EEOC claimed to have recovered $345 million in monetary relief from private sector employers as a result of discrimination charges filed with the Commission in 2007.

Of the $345 million, $55 million was obtained through EEOC litigation and $290 million as a result of administrative enforcement.  In addition to the monetary relief, the agency required and obtained substantial non-monetary relief which included employer training, policy implementation, reasonable accommodations, and other measures to promote discrimination-free workplaces. 

The Commission Chair, Naomi C. Earp, stated “Corporate America needs to do a better job of proactively preventing discrimination and addressing complaints promptly and effectively.”  She further said, “To ensure that equality of opportunity becomes a reality in the twenty-first century workplace, employers need to place a premium on fostering inclusive and discrimination-free work environments for all individuals.”  

Based on the statistical data and the position the EEOC has taken with regard to violations, employers are faced with greater challenges today than ever before.  It has become critically important for employers to insure they are designing and enforcing internal practices that are legally compliant and free from discrimination or harassment.  Companies failing to do so could experience economic disaster.  

As a Strategic HR & Talent Management Partner, Executive Impact has created an opportunity for employers to have immediate, virtual access to tools, resources and information to equip them as they navigate through the challenging waters of employment law and people management.

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During the years of 1946 and 1964, approximately 76 million “baby boomers” were born.  Today, these individuals make up about 40% of the workforce in the United States.  According to the Bureau of Labor Statistics, nearly all of the 24 million people who will stop working this decade will be experienced employees headed into retirement.  Over the past several years, many have analyzed the data and the potential effect this departure will have on the economy and domestic business.  Even in a best case scenario, companies will face a talent shortage, particularly in management and leadership positions.

Not only are companies anticipating drastic shifts in demographics, a significant reduction in leadership and professional talent, and an unstable economy, they are also being forced to navigate through the un-chartered waters of globalization, off-shoring, and outsourcing.  Employers are daily working through core strategic issues that impair their ability to remain competitive. 

Statistically speaking, the “War on Talent” is underway and those employers who recognize the need for innovative “people solutions” and a “talent mindset” will remain competitive.  Executive Impact is committed to partnering with our clients to strategically define and develop an effective succession plan and to proactively minimize the effect of the impending talent shortage. 

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MISSION:  To equip businesses to build strong, talent rich companies filled with motivated, engaged and highly productive employees, and directed by value-driven leadership talent 

VISION:  Innovator in the area of performance management and leadership development - making an “executive impact” in the marketplace

At Executive Impact, talent IS our bottom line.

• Principal Bio

Alissa N. Varnon, CPC, CERS, LPC

…began her career in 1988 in Human Resources and has since served as a corporate human resources executive, an executive search consultant/strategic talent partner, and executive coach.

As a corporate human resources executive, Alissa led the human resources division of a national organization in addition to serving as the lead HR advisor on the corporate Mergers/Acquisition team.  Alissa built the human resources infrastructure, recruited and trained a team of 40 HR professionals, and helped build a start up company with $26m in venture capital funding “from the ground up.” Through exponential growth of revenue and employee population within an aggressive M&A environment, the company grew to a $6b entity within five years.

Alissa spent the last 10 years of her career as an entrepreneur.  In 2003, she founded The Search Firm, a boutique, executive retained search firm focused on delivering exceptional talent to exceptional companies.  In addition to creating and providing her clients with a comprehensive candidate acquisition and selection process, Alissa co-authored the 2008 NAPS Employee Retention Certification Curriculum.

In January, 2009, Alissa founded Executive Impact, a Human Resource and Talent Strategy consulting firm.  Having had extensive experience in human resources, executive recruiting, and coaching, Alissa has been responsible for facilitating employee acquisition, selection, development, retention and on-going management at all levels within an organization. Bringing these talents to the consulting industry, Alissa is continuing her track record of developing people, building strong, talent rich companies and high performance teams.